WFSE-PM Negotiations Recap for May 4, 2026
Background
This recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the WFSE-PM and University of Washington. Recaps are published online on the UW Labor Relations website.
Tentative Agreements
The parties tentatively agreed to the following articles, as proposed by the Employer:
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Article 2: Non-Discrimination
The TA includes housekeeping edits only, updating the reference from Executive Order 31 to Executive Order 81 concerning the prohibition of discrimination, harassment, and sexual misconduct.
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Article 5: Joint Union Management Committee
The TA strikes language stating that the copies of minutes would be made available to members of the Committee.
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Article 27 – Health Care Benefits
The TA removes this article entirely, as the relevant content is contained in Appendix III Health Care Benefits.
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Appendix III: Health Care Benefits
The TA is a placeholder for the deal reached through the Washington Healthcare Coalition.
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Article 30: Duration
The TA memorializes that the agreement will cover July 1, 2027 – June 30, 2029.
Union Initial Proposals
Article 7: Union Business Representatives
The Union proposed doubling the allotted time for Union presentations during new employee orientations from thirty (30) to sixty (60) minutes. For employees who do not attend a formal orientation, the Union proposed reducing the access window from ninety (90) days to thirty (30) days, during which the Employer would grant the Union sixty (60) minutes to meet with these new bargaining unit members.
Article 8: Union Business Activities-Leave
The Union proposed reducing the request notice period for attending Union activities from two (2) weeks to seven (7) days. Additionally, the Union proposed a new “Collective Bargaining Agreement Training” section, stating that the Union would provide a joint training session for managers, supervisors, and Union representatives on day-to-day contract administration, limited to one (1) workday and not exceeding twelve (12) hours.
Lastly, the Union is proposing a new provision which would grant employees thirty (30) minutes of paid release time once per contract term for communication with Union representatives.
Article 9: Employee Rights
The Union proposed new language within the “Trial Service Period” section to fully detail the permitted uses of Employer-provided ORCA cards for eligible members.
The Union also proposed to include a new section titled “Strike Clause”, stating that while this agreement does not grant an employee the right to strike or cease work, any members refusal to cross a Union picket line would not constitute a contract violation. Lastly, the Union proposed adding a new section around Artificial Intelligence (AI), stipulating that generative AI may not be used to displace bargaining unit members or to inform employment decisions.
Article 11 – Sick and Bereavement Time Off
The Union proposed increasing bereavement leave from three (3) to five (5) days. Additionally, the Union proposed a new section titled “Vaccination Leave”, which would grant employees paid leave to travel for and receive vaccinations recommended by the Centers for Disease Control (CDC) or the West Coast Health Alliance (WCHA). Under this proposed provision, the Employer may require documentation to support the leave request.
Article 13 – Leaves of Absence
The Union proposed a new section titled “Wildfire and Other Natural Disaster Leave”. Under this proposed provision, if a state of emergency is declared within Washington State, the Employer could grant up to twenty-four (24) hours of paid leave to severely impacted bargaining unit members.
Article 17 – Seniority and Layoff
The Union proposed new language in which a temporary reduction of work hours would not affect an employee’s holiday compensation, periodic increment date or length of review period, and that the employee would continue to accrue vacation and sick leave hours at their regular rate.
The Union proposed a new section in this article titled “Resources and Support”, which would require the Employer to provide an impacted employee with comprehensive information in the event of layoff or reduced hours. These proposed resources would be developed in collaboration with the Union to guide employees through the layoff process and provide details regarding benefits, leave, and payroll.
Article 22 – Grievance Procedure
The Union proposed a new section in this article titled “Arbitration Costs” in which the costs associated with an arbitrator be split equally by the Employer and the Union (current practice). The Union proposed that if arbitration is postponed or cancelled because of one party, that party will bear the cost of postponement or cancellation. The Union proposed additional language regarding the use of a court reporter and transcript purchases.
Employer initial Proposals
Article 6: Union Dues Deduction
The Employer proposed updating the list of employee information provided to the Union each pay period, to align with what they currently receive.
Article 28 – Mandatory Subjects
The Employer proposed to include new language in which a written notice requesting bargaining would be submitted to Labor Relations via email, along with three (3) dates and times for availability to meet.
Next Steps
The next UW & WFSE-PM bargaining session is scheduled for May 20, 2026, and will be held virtually.